Executive Compensation Benchmark
Charity Search Groupcharitysearchgroup.com
Sample for illustration. The organization, peers, and figures in this sample are fictional. A delivered report names every peer organization and cites the Form 990 filing behind each number.
Page 1: Findings
Purpose
This report provides an independent market reference for the compensation of Riverbend Community Services’ Executive Director. It is intended to support the board’s annual compensation review and help document a reasonable, good-faith decision-making process.
Organization profile
| Mission area | Human services, food security |
| Headquarters | Columbus, OH |
| Annual revenue | $4,600,000 |
| Employees | 42 |
| Executive role | Executive Director |
| Current base compensation | $146,000 |
| Current total reportable compensation | $152,000 |
Executive summary
Based on the selected peer organizations, total reportable compensation for comparable executives ranges from approximately $145,000 to $205,000, with a median of $176,500.
Riverbend Community Services currently reports total compensation of $152,000, placing the executive at approximately the 11th percentile of the peer group.
After considering organizational scale, geography, mission, and the executive’s responsibilities, a reasonable reference range for the position is:
$165,000–$190,000
in total annual compensation
This range is a market reference, not a required salary. The board should also consider performance, tenure, internal pay relationships, benefits, financial capacity, and any recent change in the scope of the role.
Benchmark snapshot
| Measure | Total compensation |
|---|
| Lowest reported peer | $145,000 |
| 25th percentile | $158,000 |
| Median | $176,500 |
| 75th percentile | $193,000 |
| Highest reported peer | $205,000 |
| Riverbend Community Services | $152,000 |
Where the position sits
Median $176,500
Riverbend
$140K$210K
Shaded band marks the 25th to 75th percentile. Each dot is one peer.
Preliminary conclusion
Below range: Current compensation falls below the central peer range. The board may wish to consider a phased adjustment after evaluating performance, affordability, benefits, and internal equity.
Page 2: Peers, method, and board considerations
Peer organizations
| Peer organization | Location | Revenue | Executive title | Filing | Total compensation |
|---|
| Peer A, regional food bank | Dayton, OH | $3.1M | Executive Director | FY2023 | $145,000 |
| Peer B, community action | Toledo, OH | $3.8M | Executive Director | FY2024 | $154,000 |
| Peer C, hunger relief network | Indianapolis, IN | $4.2M | President & CEO | FY2024 | $162,000 |
| Peer D, family services center | Columbus, OH | $4.4M | Executive Director | FY2023 | $171,000 |
| Peer E, food and housing | Cincinnati, OH | $5.0M | CEO | FY2024 | $182,000 |
| Peer F, regional food bank | Louisville, KY | $5.6M | President & CEO | FY2024 | $191,000 |
| Peer G, neighborhood services | Pittsburgh, PA | $5.9M | Executive Director | FY2023 | $195,000 |
| Peer H, food security coalition | Cleveland, OH | $6.4M | CEO | FY2024 | $205,000 |
Sources: IRS Form 990 filings for the periods identified above. In a delivered report each peer is named, with its EIN and a link to the filing. This report was manually reviewed by CSG. Where supplemental salary data or market trends from CSG recruitment reports are used, they are shown separately from Form 990 figures; none were used in this sample.
Peer-selection method
Peers were selected using the following criteria:
- Similar charitable mission or operating model
- Annual revenue generally between $3M and $6.5M
- Comparable executive responsibilities
- Similar geographic or labor-market conditions
- Sufficiently recent and complete public compensation data
The peer list was reviewed and approved by the compensation committee before the analysis was finalized. Organizations with significant structural differences, such as hospital systems, foundations with limited operations, or entities supported by a national parent, were excluded.
How compensation was measured
“Total compensation” is defined consistently across the peer group as total reportable compensation. Depending on the filing and purpose of the review, related figures may include:
- Base compensation
- Bonus and incentive compensation
- Other reportable compensation
- Retirement and deferred compensation
- Nontaxable benefits
Where possible, this report distinguishes base or reportable compensation from broader benefits rather than combining inconsistent figures.
Important limitations
Form 990 information is historical and may lag current market conditions. Reported roles may also differ in authority, tenure, workload, or organizational complexity. The peer group is a decision aid, not proof that any particular compensation amount is appropriate. A small change to the selected peers can materially affect the median and range.
This report is not legal, tax, accounting, valuation, or compensation advice. The organization should consult qualified advisers when appropriate.
Suggested board resolution
After reviewing the peer data, the responsibilities and performance of the Executive Director, the organization’s financial position, and any relevant benefits or related compensation, the board determines that total annual compensation of $[Amount], effective [Date], is reasonable and in the best interests of Riverbend Community Services.
The board further records that:
- Individuals with a conflict of interest did not participate in the decision;
- The board relied on relevant comparability information;
- The basis for the decision was documented contemporaneously in the meeting minutes; and
- Final approval remains subject to applicable organizational policies and professional advice.